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systems, analytics, performance

HCM Analytics and Metrics

Now that a system is in place, how do you extract the right and most useful information? We help you determine what information you need to make the most of your investment. Additional strategies for maximizing HCM Analytics and Metrics.

Technology

Standard Human Capital Metrics

McLaughlin HCM will help your organization develop standard metrics as well as highly customized metrics to gain insight into the major challenges in workforce planning.

Sample Metrics

Cost and Value of Human Capital
  • Cost of human capital as a percentage of total organization’s budget and total revenue over X years
  • Cost of compensation, benefits, training, recruitment as percentage of total organization’s budget and total revenue over X years
  • Average and median rate of pay and total compensation for total workforce and percentage increase over x years
  • Identification of highest performers and increases in total compensation versus organization performance
Performance
  • Number and percentage of performance evaluations completed by job, location, supervisor, etc.
  • Average and median performance ratings for current and last X years
  • Lowest and highest ratings by job, location, supervisor, etc.
  • Lowest and highest performance rated competencies (collaboration, communication, accuracy, teamwork, etc.)
  • Progress on closing gap between current level of performance versus desired level of performance
  • Feedback from employees on the professional value of the performance improvement process
  • Feedback from supervisors of their perception on the value on the investment in the process
  • Number and quality of suggestions on improving the process
Employment
  • Cost per hire
  • Time to fill
  • Quality of hire based on LOS, probationary ratings and customer feedback
  • Turnover rates by job, location, supervisor, good and bad turnover
  • Total number of employees by job, location, function, etc., over x years
Training and Development
  • Number of training hours completed/employee/year
  • Cost of training/employee/year
  • Number and percentage of employees completing required training
  • Training hours by job, location, supervisor, etc.
  • Most highly/lowest attended courses and curriculum completed
  • ROI of training based on improvements in feedback from customers